Case 5: Getting from A to B Upon reading case study five, “Getting from A to B”, we have gained a greater understanding of the characteristics and factors associated with improving instruction for an online class. The case starts off with an example of a subject matter expert who is teaching an online course for the first time. Powers provided the characteristics of the SME before beginning the case study. Based on these elements, Powers decided how he could improve her course. Powers began by mentioning a proposed design model for the course after he viewed the professor’s syllabus, which was in the format of a learning portfolio.
In determining the strengths of this design there are several that should be elaborated upon. The greatest strength of the design is the training program, which starts at the top and trains management, who then train their respective employees or sections. This type of training is text book and is generally regarded as an appropriate and effective means of training the workforce on a new task. It is also important to train the managers first so that they retain or gain respect from their employees/teams pertaining to their competence on the subject matter. The next aspect of the design program, which is considered a strength is the implementation of each wing at a time.
Avii) Identify three people who might be involved in providing information and feedback for a personal development Manager/ Supervisor because she gets feed back from the service users I have visited. Personal development, assessors, trainers because they organise the training I require. Tutors as they are the ones who teach me the training I require. Work colleagues as they communicate with service users and managers. Aviii) List three different ways your own learning and development might be supported 1) Staff meetings 2) Appraisal and performance reviews 3) In house training/online learning Aix) List four different ways that a personal development plan may benefit your learning and development.
Mainly I want to contribute to the success which will come to an organization where I am working. I have to learn new things. I want to get experience and I want to make myself a good person so that company will say "We are proud of you". —Guest Suraj Why are you a good candidate? I think you should hire me because I am a fast learner, pay close attention for details, and have a willingness to learn and help others.
Assessment centres are utilised by some organisations. They provide an alternative method of recruiting to the usual interview structure. An assessment centre aims to replicate some of the key task in the job so an employee can see how people deal with different scenarios. Assessment centres operate on the principle of a cross reference system, There are multiple assessors evaluating against multiple competencies in multiple exercises. The key is defining the right competencies and behaviors beforehand so that the exercises will facilitate the relevant behavior.
Because students will think of rules and then negotiate as a class on the rules that suit their needs, that is why they are more likely to follow. Ground rules should be discussed as a class and then agreed by everyone, before the ground rules are set. If everyone contributes to the setting of the ground rules, then they feel included. Also by everyone contributing together to make the ground rules will help to promote appropriate behaviour and respect for others. Because everyone will discuss the rules together, everyone sort of become aware of each other's needs.
* There are so many reason why people want to do something include “work”. And offcourse also why they need to perform well or not. People may say it is about salary, challenge, environment or even boss. The key is, the more we know ourself the more we can go to the top or deepest passion. * Coaching & mentoring, is about “giving” someone skills with the tools, exercise and excell with that and suceed.
It also allows them to increase the higher order of thinking within the lesson and bring it up to a level of understanding to where each child is challenged based on their own method of learning. Although the first competency of rigorous learning and planning the lessons are encouraged, another competency of this component is professional development. Professional development helps teachers with every aspect of their work environment. We incorporate professional development in our organization by attending all of our staff meetings, monthly grade level meetings, and in-district workshops. The professional development meetings inform the teachers of how to incorporate rigorous learning into their lessons and also explains what the district expects to see from the staff.
Development of Assessments Summary of responses: According to the instructors or trainers a pre-class questionnaire or training needs analysis is critical for the development of an assessment or program. To realize and collect important data it is essential to prepare clear and precise goals and a concise course outline. C. Implementation of Assessments Summary of responses: The interviewees present the students/employees with the objective of the lesson at the beginning. The instructors stated that they also present the objectives in the middle and end of the learning segment. All interviewees engage in face-to-face discussions to discover the level of skill and limited disabilities of their students/employees.
The job analysis would point out the duties of the HR Trainer, along with the tasks, responsibilities, and specifications needed to perform in the position. Developing the learning objectives would be a means of setting goals for the training to ensure the training’s purpose has been fulfilled. Developing the training content would go hand and hand with the learning objectives. Once the learning objectives are determined, the trainee can easily develop the training content. As with all training methods, there are advantages and disadvantages to self directed learning.